Every company wonders why to conduct a test before hiring a resource. One can screen resume, do an interview and then offer a position. Once the candidate becomes an employee, then it is worth investing money to conduct a test to know the skills. But, it is a very damaging thought process, and this article will focus on educating the company to give the test before bringing resource on board. This is called a pre-employment aptitude test. Why is it mandatory to provide thetest before hiring? There is just not a couple of reasons but many and you must know that to agree and convince your company to give the test before making an offer.
Ok, when you want to know why test before employment, then you must first understand the very purpose of the analysis. Is it required to keep a job aptitude test for hiring any resource? What will happen when a candidate joins just after an interview? Nothing wrong will happen, but only disasters will occur. Do not think it is an exaggeration. You must know that discussion is a costly process and company cannot afford to spend repeatedly on the same. One wrong hire will take the entire group into soup. So an aptitude test will help the employer to evaluate the ability of the resource.
Yes, you may agree that a test is mandatory to assess the calibre of a resource before assigning any project. But, still, you feel disturbed about spending money on a candidate before an offer is released. Indeed it is agreed that aptitude test conducted online cost money and the free test may not be reliable both on the questions and the evaluation process. But, have you heard the saying “Penny Wise and Pound Foolish?” One who does not care about giving a test to a candidate before giving offer will be an example to that saying. The company that thinks aloud will be successful in a long run. It is an investment to bring the resource to a job. The entire business depends on its resources for growing the contacts, clients, and hence money. Given that situation, it is good to give the test before making an offer to double confirm that the candidate is the best fit for the job.
Also, after employment, if a test is given and the candidate is found to be under-qualified, it is not easy to terminate per the labour law. Prevention is better than cure. So one must check the candidate’s potential by conducting a test before giving an offer. It is good to call the candidate after few months when the test results are not satisfactory. But it is a headache to get the wrong person on board and realize it later. Apart from the cost, it is also malicious to allow wrong people mingle with the right employees.
In summary, conduct test by making use of quality software test service provider and stay away from all misery. You can produce a better financial report in the coming fiscal year by following the simple idea of asking candidates to take an aptitude test before joining the firm.